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Aims: This study aims to find out the influence of Perceived Organizational and Flexible Working Arrangements on Employee Engagement among millennials while Work/Life Balance is an intervening variable. Study Design: This study used quantitative methods. The data was collected using an online questionnaire. This study involved Millennials as a sample with 151 respondents who came from various kinds of companies. Place and Duration of Study: The study was taken place at Palopo, South Sulawesi. This study was conducted between March and May 2018. Methodology: This study involved 151 respondents and was conducted in Palopo. The respondents came from various companies and institutions such as Government-owned companies, Banking companies, Private companies, Educational institutions, Finance companies, Insurance companies, etc. Results: Hypothesis 1, Perceived Organizational Support on Work/Life Balance produces T statistics values of 5.630 with a probability of 0.000. The test results show that the probability <alpha (5%). It means that there is a significant direct influence of Perceived Organizational Support on Work/life Balance. Hypothesis 2, the influence of a Flexible Working Arrangement on Work/Life Balance generates a T statistics value of 3.678 with a probability of 0.000. The test results show that the probability <alpha (5%). It means that there is a significant direct influence of Flexible Working Arrangements on Work/Life Balance. Hypothesis 3, the influence of Work/Life Balance on Employee Engagement. generate T statistics values of 5.924 with a probability of 0.000. The test results show that the probability <alpha (5%). It means that there is a significant direct influence of Work/Life Balance on Employee Engagement. Hypothesis 4, the influence of Perceived Organizational Support on Employee Engagement mediated by Work/life Balance generates in indirect influence coefficient direct influence coefficient It means that there is a significant influence of Perceived Organizational Support on Employee Engagement through Work/life Balance. Hypothesis 5, the influence of the Flexible Working Arrangement on Employee Engagement mediated by Work/life Balance generates in indirect influence coefficient direct influence coefficient. It means that there is a significant influence on the Flexible Working Arrangement of Employee Engagement through Work/life Balance. Conclusion: The results of this study indicated that; 1). Perceived Organizational Support and Flexible Working Arrangements have a positive and significant influence on Work/Life Balance, 2). Work/life Balance has a positive and significant influence on Employee Engagement 3). Perceived Organizational Support and Flexible Working Arrangement have positive and significant influence on Employee Engagement with Work / life balance as a mediating variable.